The thought of overhauling your applicant tracking system (ATS) is potentially overwhelming, never mind expensive. In reality, your existing Enterprise Resource Planning software often comes with an ATS. Complicating matters, it’s not uncommon for technology contracts to expire at different times.
If there’s one constant in the HR community, it’s data. Between your ATS, your CRM and your media providers, you have literally reams of information to sort through and interpret. However, all of these tools and services are typically purchased and supported through multiple vendors and were never really intended to work together.
Technology is changing at a rapid-fire rate. If employers want to find and keep the right talent, it’s important to be on the cusp of trends — especially when those trends impact on how you do your job, much less how long it takes to do it.
If you’ve ever worked in the consumer realm (or taken an “Intro to Marketing” survey course), you’ve probably heard about the traditional elements of a marketing mix, known as the “Four P’s” - Product, Price, Place, and Promotion.
I thought it might be interesting to look at the “Four P’s” through a recruitment marketing lens and develop our own guiding principles. Though the basic concept is the same, the the Four P’s of recruitment marketing would look more like this:
- Profile building
- Predictive Analytics
In recruitment marketing, the Four P’s focus not only on marketing and selling a product (or in our case, a career opportunity), but also on communicating regularly with the target audience and measuring the effectiveness of the overall strategy.
In my last blog, I touched on some of the headaches and frustrations healthcare recruiters face when trying to attract and engage great candidates. A lot of it comes down to time and resources – and how to free them up so recruiters spend less time on the back end of things and more time attracting great candidates and developing/motivating current employees.
Until recently, most technologies used for talent acquisition (including the ATS) functioned more or less independently from each other. And while each might capture reams of data, the information is siloed. There’s no holistic perspective or meaningful way to manage and interpret the information – or use it strategically.
At Symphony Talent, we’ve recently launched a brand-new platform – ST Health – that brings it all together – with a fully featured, end-to-end talent acquisition experience that simplifies and increases the effectiveness of all acquisition, nurturing and hiring processes.
At this point you might be thinking, “Okay, this sounds fantastic in theory, but how will it improve the recruiter experience from an everyday, practical standpoint?”
So rather than my trying to explain all the features and advantages of the ST Health platform, soup to nuts, let’s focus on a specific example relevant to healthcare recruiting in the real world:
It’s no secret that hospitals and the healthcare industry in general are big on the customer experience. Virtually anyone who has spent time as a patient has been asked to complete a satisfaction survey. And for many people, online reviews of healthcare providers and the quality of care patients received have become increasingly important tools for selecting where they seek treatment.
This data is captured, analyzed, measured and interpreted very seriously, since less than stellar reviews or ratings can have potentially enormous financial and even hiring implications for healthcare providers. (A story in itself!)